Leadership Competencies

Presented by :JONNALYN M. SANCHEZ

MAEd in Educational Management

CompetenciesRelated to abilitiesAble to do or a special talent

It can be a state or quality of well being well qualified to perform a task

Common Elements of Competency

The Competency is an observable and measurable knowledge and skills

The knowledge and skills must distinguish between superior performers and other performers.

Use of CompetenciesAn alternative for replacement of intelligence test with criterion reference testing

Behavioural Indicators of Decision Making

1. Dealing with difficult decisions Able to connect information

together in order to diagnose problem.

Determine root cause to fully resolve issue

Sensitive to the needs of others when dealing with divisive issue

Behavioural Indicators of Decision Making

2. Commits to a course of ActionCan make decisions quickly

when necessary.Seek the correct answer and

understands impact that decision could have on other organization issue

Ineffective Indicators of Decision Making

1. Avoid making decisions and often waits for others to make decision.

2. Does not take responsibility for wrong or ineffective decisions.

Criticism on Competencies

Lack of common definition and understanding

The possibility of becoming

ethnocentric

Attitudes and Competency

Competencies fade away over a period of time if they are not used, thus they fall in the same category as attitudes.However, if it is real competency, then it take an extremely long time for it to weaken.

Capability Model End product that frames performance as the capabilities that make effective performance possible

Three Components of Capability Model

Individual Attributes

CompetenciesOutcomes

Individual Attributes

1. General Cognitive Ability- This can be thought of

as intelligence, which is linked to biology rather than experience

Individual Attributes2. Crystallised Cognitive

Ability- This the intellectual ability

that is learned or acquired over time.

Individual Attributes

3. Motivation- This is the performer’s willingness to tackle problems.

Individual Attributes4. Personality- These are any characteristics that help the performers to cope with complex organizational situations.

Competencies- the heart of the model

1.Problem Solving Skills

2.Social judgement skills

3.Knowledge

OutcomesRefers to the degree that a person has successfully performed his or her duties.

It is measured by standard external criteria

Leadership Competency Model

Three Main Groups1. Core Competencies2. Leadership

Competencies3. Professional

Competencies

Core Competencies

Basic Communication

Negotiating

Leadership CompetenciesTeamworkCreative Problem Solving Interpersonal SkillsManage Client RelationshipsSelf DirectionFlexibilityBuild appropriate

relationships

Professional Competencies

ProfessionalismFinancialBusiness Acumen

Building Leadership competency Model

Stage One: Assemble Focus team and create a list of processes

Stage Two: Build Behavioral Indicators

Stage Three: Categorise the dataStage Four:Order each categoryStage Five: Validate your

Competency Model

Leadership Appraisal Model

Two Parts to Performance Management

-Performance Development for helping to improve the performance

- A Performance appraisal or review for judging performance

The End!!!!